The importance of training and development in filling skill gaps that limit employee advancement and company competitiveness is examined in this research. The main goals are to gauge the efficacy of present training methods, catalog critical skill gaps at all levels of the organization, and determine the impact of organized development programs on professional advancement over the long run. Even though many businesses have spent a lot of money on employee learning programs, very little research has been done on how to best link training programs with real results in terms of career development and future workforce needs. The study employed a mixed-methods approach, collecting data from 20 human resources managers and 150 mid-level workers from various industries via qualitative interviews and quantitative questionnaires. The researchers utilized descriptive statistics, theme coding, and correlation analysis to investigate the connection between training programs and their effects on workers' productivity. Although the majority of businesses offer training, the findings indicate that it is ineffective due to issues such as a lack of customization, misalignment with career pathways, and inadequate follow-up procedures. Individualized programs for professional development also made employees feel more prepared for leadership roles and happier with their careers as a whole. Strategic integration of tailored training modules, constant assessment, and a leadership-driven learning culture are necessary to bridge skill gaps, according to the report. Sustainable workforce development is encouraged via the use of digital platforms, needs-based training, and interdepartmental communication.
Kangjam Dijita Devi (Fri,) studied this question.